How Recruiters Can Stop Ghosting Candidates

Recruiting is a two-way street: there’s the candidate that’s interested in the company and the company that’s interested in the candidate. As a recruiter, you’re the bridge between the two.

Unfortunately, recruiters have a ton of responsibilities. It can be easy to accidentally ghost candidates because you’re balancing schedules, tracking down missing interviewers, etc.

However, ghosting candidates will do more than just burn that one candidate. It’ll significantly harm your company’s reputation. In today’s competitive job market, you don’t want to take any risk of turning away top talent.

Here are 3 ways you, a recruiter, can prevent yourself from ghosting candidates:

1) Keep consistent communication

The same way that this helps prevent a candidate from ghosting on you, a consistent communication plan prevents you from ghosting a candidate.

Part of the candidate experience is keeping the candidate informed about the status of their application, when their next interview will occur, and if they didn’t make it through the process. These touchpoints are all part of a great communication plan.

While some companies might have SLAs in place to make sure their recruiters are reaching out in a timely manner and keeping that connection with candidates, if your company doesn’t, it’s really up to you and your team to follow-up and make communication a priority.

A great way to cut through the noise of interview reminders, candidate follow-ups, interview prep, etc is by leveraging the different tools you have in your recruiting tech stack. Which brings us to our next tip:

2) Leverage your recruiting tech stack

You have a ton of responsibilities. Unfortunately, cloning isn’t possible, and there’s just no way for you to track down interviewers while also communicating with candidates. Luckily, there are a lot of tools out there to automate different aspects of candidate communication.

One of these tools is an Interview Logistics Platform (ILP).

An ILP is critical for ensuring that you aren’t accidentally ghosting candidates. Not only does it automate scheduling to free up your time to focus on more candidate-experience-related tasks; it also sends out automated reminders to candidates and interviewers about their interview.

This means that you can spend more time prepping candidates, giving feedback, and making sure your company is represented well.

Interview Logistics Platforms do more than just automate communication. They also automate scheduling and interviewer training. To learn more, click here.

3) Load balancing

Sometimes, candidates get ghosted simply because there’s just too much on your plate to get back to everyone. That’s where load balancing comes in.

Load balancing is a really integral part of any recruiting team, but it can be difficult to put into practice. After all, what’s a heavy load for one recruiter might not be as heavy for another. It also depends on the reqs that each recruiter is trying to fill– some are just more involved than others.

As a team, it’s important to have weekly check-ins to make sure that no one recruiter feels overwhelmed while others are twiddling their thumbs.

To read more about different load balancing techniques, click here.

No recruiter means to ghost candidates, and the bad news is that it happens. The good news, however, is that there are processes and tools you can leverage to make sure it ghosting candidates is a thing of the past!

Ready to level up your Candidate Experience?  


Time’s up for interviews full of scheduling headaches. It’s time for candidate-centered, connection-driven interviews instead. To read more about how to make that happen for your team, download 5 Steps to Hiring Top Talent at Scale now.


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